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“You can’t buy your employee’s enthusiasm, loyalty, hearts, minds, or souls.
You must earn these.”
In order to promote production, harmony and all round better results in the
industry or business, the employer must keep an eye on employee morale and
try to create physical and psychological condition leading to high morale.
Employee morale is defined by the employee’s as the outlook, optimisms, self
concept and assured belief in themselves and their organization, its mission,
goals, defined path, daily decisions and employee appreciation. Faith in self
and faith in their organization are both important factors in boosting employee
morale. It is described as a state of mind mood or mental condition.
Morale generally refers to spirit de corps, enthusiasm, zeal, confidence in
individual or groups that they will cope with the tasks assigned to them. A
person’s enthusiasm for his job reflects his attitude of mind to work
environment and to his employer and his willingness to strive for the goals
set for him by the organization in which he is employed.
It is foolish to ignore, excuse or otherwise minimize its impact on
productivity. Studies have shown that the correlation between the length of
time, people intend to stay with their current employer and factors like
recognition given for work well done or pride in the employer - is more
satisfactorily significant to that of the longevity/monetary award correlation.
Employee morale is very important for improving productivity of an
organization. Employees with high morale are the assets of the organization.
Such employees play a positive role in raising production, profits and
productivity of an organization. The concept of morale is different from the
concept of motivation. Motivation is also necessary for raising morale of
Morale is synthesis of an employee’s cloven reaction to, and feelings for, his
job, his working conditions, his superiors, his organization and his fellow
workers, his pay and so on. Feelings, emotions, sentiments, attitudes of
motives – all these combine and lead to a particular type of behavior and
part of an individual or his group and this is what is referred to as employee
Employee morale refers to an attitude of satisfaction with a desire to
continue and strive for attaining the objectives. Morale may range from very
high to very low ; high morale is evident from the positive feeling of
employees such as enthusiasm, desire to obey an order, willingness to co-
operate with co-worker; poor or low morale becomes obvious from the
negative feeling of employees such as dissatisfaction, discouragement or
dislike of the job.
Generally increased employee morale means a happier, more productive and
higher performing employee. There is difference between what people do and
how they do it. The difference between either not meeting, or just meeting
productivity goals and’ exceeding goals for productivity may be attributed to
Poor morale is contagious. If employees are unhappy about their workplace
and feel unappreciated and if they cannot satisfy their goals and needs,
employee morale is low. Poor morale can manifest in the use of leave
accruals, accidents, illnesses, litigation, workers compensation claims etc.
• To study the concept of employee morale and its effects at Sanofi-
Aventis Pharma Ltd.
• To study the various incentives and welfare facilities given by the
company to employees to keep the employee morale high.
• To find out employees level of satisfaction in respect of the morale
appraisal techniques adopted by the comp
The purpose of our project work was to study the various employee’s welfare
facilities and social security measures provided to the employees in the
organization in order to raise their morale. Thus keeping this in mind we
adopted the following research methodology.
• Primary data: primary data was collected by means of questionnaire
and some interview schedules with the officials and the employees of Sanofi -
Aventis Pharma Ltd.
• Secondary data: the data was collected by means of review of
literature from books. We have also collected some matter for our project
from various text books, reference book, news papers from our college
The whole work was divided among the group members and finally all this
information was collected, analysed and compiled to prepare a final report.
Conducting of personal interviews and questionnaire methods were the major
source of getting information for conducting our project work.
Every research work taken up has limitations of its own. This project work is
not an exception to this rule. All possible efforts have been taken to collect
required information and data about the project. However, efforts are
contained due to the following:
• The topic employee morale is too vast, thus time was a limiting factor.
• The process of collecting data through interviews or through
questionnaire was time consuming and tedious exercise.
• Since it is a busy company, and due to their Audit Programme , we had
to visit the company office , a number of times for the collection of our data
and only 40 samples were made available to us.
• It was not possible to interview the entire employee’s in all the
departments as they were too busy with their work and there were lot of
formalities to approach them.
Theoretical Approach to Employee Morale
The word morale was used first in military Science. Success in war depends
on morale of the soldiers. Today the word is used in every field.
Morale is a feeling of togetherness. There is a sense of identification with
interest in the element of one’s job, workers conditions, fellow workers,
supervisor employees and the company.”
The term ‘morale’ is defined by different authorities as under:
According to Edwin B. Flippe
“Morale is a mental condition or attitude of individuals and groups which
determines their willingness to cooperate.”
According to E. F. L. Brech
“Morale may be described as readiness to cooperate warmly in the tasks and
purposes of a given group of organization.
According to Huneryagar and Heckmann
” morale is a synthesis of an employee’s diverse reactions to, and feelings for,
his job, his working conditions, his superiors, his organisations, his fellow
workers, his pay and so on”.
According to J.D. Mooney
”Morale is the sum total of several psychic qualities which include courage,
fortitude, resolution and above all, confidence.”
Analysis of the above definitions brings out the following features of morale:
1. Psychological Concept
It is a psychological concept. It is the mental force within an individual that
directs his behavior. It is an attitude of mind. It resides in the minds of
2. Group Phenomenon
It is a group concept. It indicates attitude of the group of employees towards
their jobs. It is the attitude of the collective body.
3. High / Low
Morale may be high or low. High morale is beneficial to the organization
whereas low morale is harmful to both the employees and the organization.
4. Bye – Product of Motivation
Morale is different from motivation. It is a bye - product of motivation.
Higher motivation improves morale of the employees.
It is a subjective concept. The management must know what motives are
important for raising morale of employees.
6. Different from Motivation
Morale is different from motivation. However, it is necessary for raising
7. Different from Job Satisfaction
Morale refers to a group whereas job satisfaction is concerned with
8. Affect Output and Its Quality
Morale affects output and the quality of output. High morale improves quality
FACTORS AFFECTING EMPLOYEE MORALE
1. Wages and Other Benefits
There should be regular wage payment along with a proper incentive system
in the organization to ensure monetary and non-monetary rewards of the
employees to motivate them.
2. Working Conditions
The building and its appearance the condition of machines, tools, available at
work place, provision for safety, medical aid and repairs to machinery etc. all
have an impact on the morale.
3. Training Opportunities
There should be proper training of the employee so that they may their work
efficiently and avoid frustration. When the workers are given training they get
psychological satisfaction as they feel that management is taking interest in
4. Communication System
There should be a two-way communication between the management and the
workers as it exercises a profound influence on morale. The worker should be
kept informed about the organization policies and programmes through
conferences, bulletins and informal discussions with the workers.
5. Welfare Facilities
Management must provide for employees welfare measures like canteen
credit facility, sports club, education for their children etc.
6. Treatment to Employees
Large or small every business should have names on desks, work stations or
cubicles to show that a real person with worth works there, not just a
machine. Next ask their opinion whenever an opportunity arises rather than
always telling them what to do or the way to do it. This allows employees to
add their own creative thoughts to the work process which then can lead to
more of a feeling of ownership. Finally ask how they are without wanting to
know deeply personal data. The boss can easily show an interest in the
7. Organizational Policies
Organization structure has an impact on the quality of labour relation,
particularly on the level of morale. Large organization tend to lengthen their
channels of vertical communication and to increase the difficulty of upward
communication. Therefore the morale tends to be lower. Against this, flat
structure increases levels of morale.
CHARACTERISTICS OF MORALE
1. State of mental health :
Morale is related to the state of mental health which is closely associated with
loyalty, egoism, enthusiasm etc.
2. Identification of group interest:
Morale is an identification of group interest and that of the interest of the
enterprise, fellow workers and requirements of the job.
3. Subjective feeling:
Morale is the subjective feeling of the employees. The morale of a group is
said to be high when the group shows an attitude of satisfaction.
4. Affects behavior, performance and discipline:
Morale affects human behaviour, performance and discipline. It cannot be
measured directly but is reflected in productivity, employee discipline,
absenteeism, turnover etc.
IMPORTANCE OF MORALE
1. Higher production :
Higher production and productivity of workers are the direct result of high
morale. If the management is genuinely interested in high production and
higher productivity of workers to achieve the desired results, It should know
the impact of its policies and practices on the attitude of the workers about
work and be ready in promoting the good feeling about the work, policies,
practices and about the organisation, among the workers to stimulate them to
get the pre-determined objectives willingly. Higher productivity is the direct
result of the attitude of the workers about work i.e. high morale will yield
more production and better quality at lower cost.
2. Harmonious relationship:
Morale is an index of good feelings about the fellow workers and the
organisation. According to Dale Yonder, “ if workers appear to feel
enthusiastic and optimistic about the group activities and mission, and
friendly to each other, they are described as having good or high morale. If
they seem dissatisfied, irritated, crank, critical, restless and pessimistic, these
reactions are described as evidence of poor or low morale”. Therefore the
managers consistently and persistently make efforts for stimulating a feeling
of togetherness sense of identification with the elements of one’s job, working
conditions, fellow workers, supervisors and the company’s goals. It is an
index of good industrial relations.
3. Success :
High morale leads to success and low morale brings defeat in its wake. The
success or failure of the industry very much depends upon the morale of its
employees. To quote, Keith Davis, “Never underestimate the power of a
women and the same certainly must be said about morale, never
underestimate the power of morale.
4. Solutions of labour problems:
High morale assists the management to solve several labour problems such as
labour turnover, absenteeism, indiscipline, grievances etc. It helps seek co-
operation of the workers in the running of the organisation and thus getting
higher production at minimum possible cost by reducing the wastages of time,
man, machine and materials.
5. Utilization of psychological factors:
In modern times the psychological researchers have increased the importance
of the morale in the industrial field. Remarkable progress in industrial output
may be secured by improving morale among the industrial workers. Taking
interest in the direction of the government has introduced several labour
welfare and social security measures to improve the morale of the industrial
workers’. The management has recognized the importance of high morale. It
has realised that how morale has long range effects damaging to the
TYPES OF MORALE
1. High morale:
It will lead to enthusiasm among the workers
for better performance. High morale is needed
a manifestation of the employees strength,
dependability, pride, confidence and devotion. Some of the advantages of
high morale such as:
Willing co-operation towards objectives of the organisation.
Loyalty to the organisation and its leadership.
Sound superior subordinate relations.
High degree of employee’s interest in their job and organisation.
Reduction in absenteeism and labour turnover.
Reduction in grievance
Reduction in industrial conflict.
2. Low morale
Low morale indicates the presence of mental unrest. The mental unrest not
only hampers production but also leads to ill health of the employees. Low
morale or poor morale exists when doubt in suspicion are common and when
individuals are depressed and discouraged i.e. there is a lot of mental tension.
Such situations will have the following adverse consequences:
High rate of absenteeism and labour turnover.
Excessive complaints and grievances
Frustration among the workers
Lack of discipline
Increase errors, accidents or injuries.
1) System of flexible working hours: Is also called as flexi time, which often
been used as one of the motivational techniques. Here various work weeks are
being used all with the aim of lengthening the free time between work
periods. Most common are the four-day 40hours week with three days off
(4/3); the three-day, 36-hours week with four days off (3/4); and the seven-
day, 70-hour week with seven days off (7/7).
They include reduced absenteeism, increased productivity, reduced overtime
expenses, lessening of hospitality towards management, elimination of
tardiness, and reduced traffic congestion around work sites.
2) Two-Tierpay system: It provides for offering significantly lower wage rates
to newly hired employees than those already employed in the same job. The
two-tier pay system is said to place a premium on experiences and loyalty.
This system correspondenceequity theory in a negative way. A junior worker
perceives an inequity or an injustice when he/she is paid less than his/her
senior though; both attend to the same work.
It is claimed, that it results in an increased turnover rate among those newly
3) Flexible benefit system:It allows employees to pick and choosefrom a menu
of benefit package that is individually tailored to his or her own needs and
situation. An organization sets up a flexible spending account for each
employee, usually based on some percentage of his/her salary, and then a
price tag is put on each benefit for e.g expensive medical plus high
deductible; expensive medical plus low or no deductibles; hearing, dental and
eye coverage; vacation option; extended disability; a variety of savings and
pension plan etc.
Consistent with the expectancy theory
thesis that organization rewards should
be linked to each individual
employee’s goal, flexible benefits
individualize rewards by allowing
each employees to choosethe
compensation package. Trust and
transparency in decision making shall help to motivate employees.
Best ways to boost employee morale
To recognize the value of your employees is a key. Many business have
the attitude that employees are a ‘dime a dozen’. If one leaves, another
can be found to take their place without much trouble on their part
.While this may be true to some extent, the costof advertising,
interviewing and training the new employee can be prohibitive.
Let the people know they are appreciated. Simply stating a few words
of thanks or sincere admiration for a job well done will help increase
morale among employees.
Provide employer perks such as casual Friday free lunches, and cash
bonuses or gift certificates, sponsorsocialevents such as a softball
team, barbecues for employees and their families, or office picnics.
Offer office bonuses, financial incentives, company cars, or other
prizes. This gives employees a goal to work towards and can create
enthusiasm which is often contagious among
employees. Open the lines of
communication with employees to find out
what kind of things or programs would get
them motivated. This will also help them
feel like they are an important, contributing
factor of the company.
Understand that the work
environment can greatly affect employee
morale. A dreary office lacking light and color can cause depression
and a lack of motivation. Brighten up the spacewith a smoothing paint
job, green plant, and tasteful act work. If it is not possible to fix up the
environment (i.e. a ware house or factory), make sure you offer
adequate breaks and break rooms where employees can relax, eat and
Use 360 degree feedback surveys as a way to illustrate employees that
you supportand encourage an atmosphere of continuous improvement
and dedication to improving work conditions.
Encourage communication between employees and management.
Doing so will allow employees to feel comfortable to voice their
opinions and make suggestions to improve conditions and work. Listen
to the employees in the organization; know their concerns. Well,
money probably ranks right up there at the top, but what other concern
do they have? Is it lack of recognition? Lack of perks and/ or lack of
appreciation for the job they do?
Revise the company mission statement to include all employees and
departments to ensure each employee feels as though they are an
integral part of the company’s future.
Make sure that the values and ethics of the company are of those
employees can take pride. In most employees in the work force want to
work for a company they can trust and believe in.
Find ways to make life more pleasant in general for employees. Offer
flexible schedules, work from home schedules, gym membership etc.
Be loyal to your employees. If business starts to decline, find ways to
keep employees without cut backs or lay offs. Be sure to offer
promotions and pay raises to those who deserve it.
Give employees a chance to help others. Wear a hat to work day can be
turned into a chance to help a local charity. Employees pay a Rupee or
two for the privilege of looking silly and the money goes to charity.
SANOFI-AVENTIS PHARMA LIMITED
Sanofi – Aventis Pharma Ltd.
Is a world class Pharmaceutical
Manufacturer and was
incorporated in the year may 1956. Aventis Pharma Ltd. has two state-of-art-
manufacturing facilities at Ankleshwar, Gujarat (chemistry and
pharmaceutical) and at Verna, Goa (pharmaceutical) that complies with the
global derivative of GMP (Good Manufacturing Process). The two
manufacturing teams at Goa and Ankleshwar consist of highly trained,
experienced and committed executives, managers and employees.
The largest pharmaceutical company in Europe and in emerging markets,
sanofi-aventis is the fourth largest worldwide. The Group’s vaccine division,
Sanofi Pasteur, is the world leader for human vaccine production and
commercialization. Incorporating the latest designs and processes in
manufacturing, both sites have been identified as global sourcing units.
Since 2004, sanofi-aventis has developed as a diversified global healthcare
company using innovation to meet the needs of patients throughout the world.
With nearly 100,000 employees in over 100 countries, sanofi-aventis has core
strengths in the field of healthcare: a worldwide presence, market leadership
in vaccines, major biological products and a strong and long-established
presence in emerging markets.
Sanofi-aventis can draw on a number of powerful assets to address the new
context in the global pharmaceutical market: an extensive portfolio of
prescription medicines, vaccines, generics medicines, consumer health care
and animal health, along with a balanced presence on both traditional and
Sanofi-aventis addresses fundamental health issues and makes major
therapeutic solutions available in its areas of expertise: oncology, diabetes,
thrombotic and cardiovascular diseases and central nervous system disorders.
Sanofi Aventis also adopts lean management: Lean Manufacturing is
determining an efficient manufacturing process through the removal of waste.
It is a systematic approach to creating value with less resource. In lean all
activities are viewed as ‘VALUE-ADDING’ or as ‘NON-VALUE
The co. was also the 1st Pharma Company in Goa to send consignment of
pharmaceutical exports from Goa’s Mormugao Port Trust.
Sanofi-Aventis always keep its
employees enthused and boosted
with high morale by undertaking &
observing various activities such
• Launching lean campaign enabling users to capture, preserve and
exchange knowledge in real time and manage professional development
• Arranging trips and treks to help build their confidence to enable them
to fight adversities and bond better with one another and create enhanced
sense of belongings.
• Educating employees about general health of an individual as well how
they can influence someone else’s (by healthy organ donation) and
importance of sleep by screening short films, distribution of questionnaire,
education leaflets and undertaking sleep tests and various other health tests on
respective days observed worldwide.
• Sanofi-Aventis has been always encouraging & honouring its
employees, irrespective of gender, may it be honouring women on the
occasion of Women’s Day or rendering support & honour to the achievers of
the co. as well willing to achieve under the JIGYASA SCHEME.
Types of Performance Appraisal adopted by the company:
Performance Appraisal & Performance Review discussions:
Performance appraisal process starts
with the self appraisal. Then, every
department head evaluates the
performance of employees belonging
to their department. Next, all the
departmental Heads along with the
HR Manager sits together and appraise,
review the performance of the
employees. Performance review is conducted annually, half yearly and
quarterly. Records of performance discussions and reviews are
maintained by the HR-Department. If any training needs are identified
then they are done during the mid-term corrections ie. During Half
yearly or Quarterly reviews. All the performance reviews, suggestions,
remarks are compiled by the HR Department and discussed with the
HOD’s during the annual performance appraisal ..Performance
Appraisal is done on percentage basis, marks are allotted to the KRA’s
(Key Result Areas). Important details regarding individual
achievements during the year are being noted. A list of the
trainings provided to the employee during the year is also mentioned.
Also the trainings to be provided in future are being mapped
depending upon the training needs analysis. (ie. A performance plan
is being chalked out for the employees). In case of performance
appraisal for the mangers, the top level management is involved, as it
takes up the role of the appraiser.
A. Increments &
Promotions: Increments are done
every year and Promotions are
given after every 3 years during the month of April. Depending upon the
outcomes or results obtained of the performance appraisal, the employees
may be rewarded accordingly.
In case of under performers, less increment may be given to them, necessary
assistance would be provided by the company, i.e. Counseling, change of
Department, i.e. Job rotation or any internal or external training would be
Incase, the employees still
continues to underperform then
he would be asked whether he/
she requires a change in the job to
another department and may be
subjected to job rotation. Still if
the employee does not show any
improvement with right to his performance then he would be facilitated to
long leave or/ and the company would as per mentioned in its standing
orders.The clause given below in this respect has been mentioned in the
standing orders of the Company Aventis Pharma Ltd.
Clause no – 37(b):- Annual Increment:- As a measure of Punishment for
misconduct, and for corrective action in the case of irregular attendance and/
or proven incompetence, the annual increment of any workmen shall be
stopped or deferred.
B. Performance linked Incentives: Performance linked incentives are given
to all employees depending on the performance, every individual is given a
certain percentage of their CTC. This is done annually.
C. Performance linked Pay: Company adopts a system of performance
linked pay known as BAB (Bonus Accrued by Business). This is
depending on 3 factors namely – Company performance, individual
performance and company values.
Training:- Aventis looks forward
to training people, managing
talent and upgrading systems.
Training is given as per the age
Trainings at Aventis are divided under 4 areas:-
a) GMP (Good Manufacturing Practices)
b) HSE (Health & Safety Environment)
c) On-the-job training
d) HR-related training
(eg. Communication skills, interpersonal skills)
Internal training programs
are conducted by the
company. In fact the
Company has got training
and development center
wherein Training & Development plan is chalked out by the HR Manager and
trainings are conducted by these development centers.
External trainers are invited by the company or even the company employees
may be sent to the training centers if required.
The employees are even being encouraged to attend the State of Art Training
programs organized by various government agencies.
MOTIVATIONAL TECHNIQUES USED BY THE COMPANY
System of flexible working hours: It is also called as flexi time, and is very
often used as one of the motivational techniques, which helps to reduce
absenteeism, increase productivity, reduce overtime expenses, lessening of
hospitality towards management, elimination of tardiness, and reduce traffic
congestion around work sites.
Two tier pay system: The company places more premium on experiences and
loyalty and hence adopts the Two Tier Pay System. This, it is claimed, results
in an increased turnover rate among those newly hired.
Flexible Benefit System: This system allows employees to pick and chooses
from a menu of benefit package that is individually tailored to his or her own
needs & situations. By this trust & transparency in decision making helps to
motivate employee. Medical claim .Performance bonus, vehicle loan. Policy
• Prayas – Empowering doctors in
• SITE (Screening India’s Twin Epidemic) – Studying prevalence of
diabetes and hypertension in
major cities of India.
• Saath 7 – Patient support
in Disease Management
• SAVE (sanofi-aventis
Values Environment) – Planting
trees and other environmental initiatives
• Disaster Relief – Contributing clothes and money for survivors of
• Employee Volunteer Groups – Helping out with time and skills at old-
age homes and other institutions
ANALYSIS OF THE SURVEY
Out of the random sample survey done we have found that 85% employees
found the working environment good in the company where as 15% found the
The employers and employees relationship is very good in the company. Most
of the workers are very happy to work in such an environment. This good
relationship may be as a result of good incentives provided. If such a situation
continues, then the future prospects/growth of company is very high.
We analysed that the company with stands to be very encouraging with
regards to overall development of the employees as all the employees give a
very positive response for the efforts made by the company to organize
various programs and celebrations to bring up the special and organizational
talents of the employees.
The company along with the celebrations of various days such as world
kidney day, International sleep day, it also makes sure that the employees
undertake various health tests and are made aware about it.
It was found that approx 82% of the employees enjoyed working in the shift
system. 3% of the employees of the company were satisfied with the shift
system, where as 15% of employees showed a dislike for the shift system as it
affected their health and had stress related problems.
According to the data collected 80% of the employees have to say that: the
rules and regulations of the company towards the safety and welfare measures
have been adequately met with whereas 20%of members still wish it to be
Out of the 40 random samples collected, almost 60% of the employees feel
that Group Insurance is good practice followed by the company as it acts as
an aid in their certain and uncertain circumstances, whereas, 40% of the
employees feel satisfactory about this contribution.
The sample study shows that the permanent staffs are happy with the leaves
and holidays provided to them but it’s not the same with the temporary staff
as they only give a satisfactory review on this.
There is good labour management relationship between the company and its
employees. The consultation with employees and allowing them to participate
in organization programs like sports day, women’s day, encourages kids work
generally builds cordial relations. As per our study we find that 98% of the
employees agreed that the company keeps a good cordial relation with
employees by providing welfare facilities, safety, medical checkup etc. but
2% of the employees were not satisfactory with the company’s managements.
In view of the positive feeling most of the employees have reached a satisfied
level of their wants through their job .This is due to the reward system that the
company provides like increments and promotion. Increments are done every
year and promotions are given after every 3 year during the month of April,
depending upon the satisfactory outcome of the performance of employees. In
case of under performers, less increment may be given or the employees are
put on job rotation or external training would be provided to them which may
be one of the reasons for employees not being fully satisfied through this job.
If the employee has good morale it automatically affects the productivity. The
higher the morale the higher the productivity and lower the morale the lower
is the productivity. Here the employee’s morale is quite high as they are
happy with incentives and bonus they receive from the organization.
As the incentives and bonus increase the morale of employees also increases,
subsequently it increases the productivity.
As per the random sample collected, it was found out that the employees of
the Sanofi Aventis Pharma Ltd used to gets regular and informative
information from the organization. It aims at keeping all the employees of the
organization informed about the various activities, programs, development to
be held in the organization.
As per the study conducted on the 40 random samples it was found that 98%
of the employees received a positive feedback from their superiors when they
do a good job and this added to the high morale of the employee’s whereas,
2.5% of the employees used to occasionally receive positive feedback from
their superiors, may be for their non satisfactory performance.
87.5% of the employees working in the organization were happy as their
suggestions and advices were taken seriously by the organization, whereas,
12.5% of the employees felt that their suggestions and advices were
disapproved by their supervisors and hence this lead to their low morale.
Out of 40 respondents interviewed 35 respondents felt that administrative and
technical support system help them to do their job at their best.
As per data collected -78% of employee’s felt that there is effective and
strong labour union, remaining 22% of employees did not give positive
All the employees agree that the company does undertake adequate training
and development to ensure the work efficiency of the workers under the
“Jigyasa scheme” and various other seminars and program’s held for the
According to data received: - As it is a multinational company, it introduces
new technology at different intervals, making all employees happy with this
change but 90% of employees feel that it reduces the work load & 10% of
employees sometimes feel that it doesn’t help them out.
According to 85% of employees, there is stability in their job, where as15%
of employees has doubt about the temporary nature of their job.
As per the feedback of the employees we have analysed that the company has
been effectively implementing Flexible working hours and flexible benefit
system as motivational techniques for the employees.
We also anaylsed that, the 2 tier pay system is also been adopted by the
company under certain circumstances, as we observed that only 15% of the
employees were aware of the existence of this technique in the company.
Opinion about the Company
As shown in the above pie chart and as per the random sample survey
conducted by us, we have found that almost all employees working in Sanofi
Aventis Pharma ltd. company are quite satisfied working in the company.
Most of them feel that it is a place where they can work on developing
their skills by themselves and their growth.
The employees of this company feel that it is a challenging job and it is a
great company to work for with maximum benefits and pay. It provides them
with pleasant working environment as well as professional environment.
The employees were also of the opinion that the co-workers were hard
working and very pleasant to work with.
Opinion about the Job
Out of the 40 random samples collected, almost 78% of the employees
were happy with the working hours of the company; they enjoyed working in
the shift system; which also provided them with a weekly off, whereas, 10%
of the employees were satisfactory about this shift system.
On the other hand 12% do not enjoy the working hours and would like a
change in the hour’s pattern.
More than 85% of the employees were satisfied with the working conditions
provided by the company. They felt that it was a friendly, productive and
healthy work place to work in as the company takes care of its safety as well
as sanitary needs including of uniform, gloves etc as per the factory
requirements and guidance.
CONCLUSION & RECOMMENDATIONS
To conclude, Employee Morale plays a very important role in every
organization. It is a psychological concept, and may range from very high to
Morale is not a cause but rather, the effect of result of employee’s behavior
being appropriate /inappropriate. Morale differs from personto person,
industry to industry, level of education,
age and nature of work.
By this study it is clear that, various
causes or beliefs which influence
morale and popularity of the employee s
such as social security measures, welfare facilities, salary status, bonus, health
condition, shift system, recognition of work are getting much importance.
We also find that Sanofi Aventis has very well looked into such above
welfare and social security measures which have enabled the company, to
excel in the art of employing and managing its workforce with an invariably
high morale. The company not only encourages and creates the bonding
among its employees on literary grounds; it also obtains and enjoys a
culturally influenced atmosphere which keeps its employees intact to the
workplace. This helps them to put in their best efforts.
The study also shows that the company has been taking enough care in
implementing and undertaking various appraisal techniques, training
programs, various other incentives like leaves, holidays, reward system and
other incentives, maintaining team spirit and creating an attitude of
These above strategies and practices of the company boostthe willingness of
the employee to obey and serve the organization which brings out the positive
approachof the employee towards the company.
Recommendations for Boosting Employee Morale
1. Recognize special events in the lives of your employees.
2. Keep the conversations going and encourage communication.
3. Recognize and reward your employees for doing good work.
4. Make the work place comfortable.
5. Build a culture of trust.
6. Build a culture of employee appreciation